Category Management Training

Course Outline

The demands on suppliers has never been greater to understand the category, the shopper, analyse a lot of data, identify opportunities, and land those opportunities at a fast pace. This is the only CPD accredited Category Management training course. It has helped many suppliers to identify more opportunities, and land more opportunities.

This is a Category Management training course of 2+1 classroom days, 6 months apart, with support in between training days designed to make the learning stick. You will experience our unique training method Sticky Learning ®, the course will be delivered by a world class tutor that has worked in the UK Grocery Industry, and our ROI guarantee is included.

Built and refined over a decade, this unique training course is designed to meet the specific and challenging demands of sales & marketing teams of suppliers to the big four UK supermarkets. It will improve the way Learners identify opportunities within their category, and increase their ability to gain buy-in from buyers to accept & implement their recommendations. In short, increase category sales.

Training Topics Covered

These 3 days, 6 months apart (2+1), will help the Learner to be the first supplier called by the supermarket when the buyer needs to increase sales, gain category insights, or understand the shopper better.

This training course will quickly and easily help the Learner to expertly understand a category, identify opportunities, and show how to successfully land those opportunities with their supermarkets. The sessions follow our tried and tested ‘Funnel Process’, of which the main topics are:

Ideal Learners

For Category Managers, Category Analysts, Account Managers, Account Executives, Category Marketers, and NPD Managers. We will soon be launching a ‘Category Management Association’ to create a forum for discussion. Plus, for members to be able to set a benchmark in the UK for Category Managers for what great looks like in the UK Grocery Industry.

Testimonials

“Following my attendance of the Category Management course I picked up valuable skills and techniques that I have been able to put into practise within my category teams. It has really strengthened my credentials and we are starting to see some real results. The courses are relaxed, informative, modern in delivery, whilst at the same time challenging.

I’d recommend them if you are looking for personal development needs for individuals or your teams and looking to engage and challenge your categories, you won’t be disappointed.”

Making the Learning Stick

Hopefully the term ‘Sticky Learning ®’ has intrigued you, whilst you probably guessed a sense of what it is about.

In short Sticky Learning ® is our own unique method that we have developed to help Learners Realise more of what they have learnt, be able to Recall more of what they have learnt, and Retain more of what they have learnt. In 2016 we further upgraded this unique training method to include habits formation as a big part of helping Learners to use more of what they have learnt.

This is good for our clients because it means that the money they spend with us is better invested than with other training providers because the learning is used for longer.

Training Course Duration

Our Sticky Learning ® unique training method enables Learners to learn more, learn more quickly, and learn more easily. Sticky Learning ® is a key part of the 6 month training course consisting of pre-work, Learning To Learn 1/2 day training course, a Foundation 2 day training course, and an Advanced 1 day training course (6 months after the Foundation training course).

In between the Foundation training course and the Advanced training course, the Learner will be challenged to complete ‘Sticky Pieces’, which appeals to the 70:20:10 learning model. These are desk based activities that help the Learner to change their behaviour long term by identifying a habit that they wish to adopt to embed the new skill.

Learners Per Course

10 Learners because this drives enough discussion between the learners to explore the skill well, whilst not too many that any one Learner gets ‘lost’ in the debate. If you do not have up to 10 people please checkout our 121 Executive Coaching, which can help just you to learn this skill.

Measuring Return on Investment

There are many evaluation methods for training, each trying to find the holy grail of return on investment. We use Donald Kirkpatrick’s four level training evaluation model as a base because it has stood the test of time, since 1953.

Level 1: Reaction: How did the Learners react to the training?

Level 2: Learning: How much learning did the Learners get?

Level 3: Behaviour: How much have the Learners used the learning?

Level 4: Results: How much effect did the Learner’s learning have on performance?

Few training providers measure the return on investment beyond the level 1 reaction. We have added one further level: